national urban league young professionals 2012 whitney m young leadership development conference...

National Urban League Young Professionals2012 Whitney M Young Leadership Development Conference

Project Lead, Learn, Grow & Empower

Energize Your Volunteers!!

Grassroots Techniques to Excite Your Volunteer Base and Attract New Volunteers & Supporters to

Your Organization



OUTLINEDefining Volunteer

Defining Volunteerism

Volunteers Add Value to Your Organization

Attracting Volunteers Through Basic Needs

The Changing Faces of Volunteers

Energizing Your Volunteers Through General Recognition



DEFINING VOLUNTEERA volunteer is a person who voluntarily offers himself or herself for a service or undertaking, willingly and without pay.

DEFINING VOLUNTEERISMVolunteerism is the policy or practice of volunteering one’s time, talents, and abilities on behalf of others without the expectation or concern for monetary profit (salary/wages) or other tangible gain. The majority of the work is on an impromptu basis, recognizing a need and filling it; whether it is a large visible role or a smaller “behind the scenes” effort.



VOLUNTEERS ADD VALUE TO AN ORGANIZATION

Effectively engaged volunteers become the best ambassadors/most credible spokesperson for an organization in the community. Volunteers reduce staff workloads (and it’s FREE)! Volunteers expand the organization’s services and help to fulfill the organization’s mission. Volunteers bring an outside perspective, wisdom, and experience into the organization. Involved volunteers become financial donors to the organization. They usually know people who know people who know people. Volunteers bring diversity and create inclusiveness.



VOLUNTEERS BRING VALUE TO AN ORGANIZATION

Volunteers bring new skills and expertise not necessarily available from the current staff. Volunteers are catalysts for new program development and testing the organization’s new ideas. Volunteers build alliances and connections between the organization and their outside circle of contacts, such as: businesses, faith communities, organizations and associations – and in turn bring those resources to the organization when needed. Volunteers are advocates for the organization’s cause in multiple arenas because they are private citizens and voters. They are usually extremely passionate about the cause. Volunteers are the backbone of the agency/organization.



ATTRACTING VOLUNTEERS THROUGH THEIR BASIC NEEDS

• A specific manageable task with a beginning and an end.

• A task that matches interests and reasons for volunteering.

• Written instructions pertaining to the volunteer work.

• A reasonable deadline for completing the task.

• Freedom to complete the task when and where it is most convenient for

the volunteer.

• Everything necessary to complete the task without interruption.

• Adequate orientation and training.

• A safe, comfortable, and friendly working environment.

• An opportunity for follow up and feedback when the task is finished.

• Appreciation, recognition, and rewards.



THE CHANGING FACES OF VOLUNTEERS

Understand current generations and their needs.

Generation: 20 year time span with shared beliefs and behaviors.



Silent Generation (1925 – 1945)

Loyalists who like to gather together and build



Characteristics of the Silent Generation

• Volunteering is the norm.

• High rate of church/civic participation.

• Respect authority and want to be respected in return.

• Insightful, knowledgeable, and wise.

• Dedicated: “In it for the long haul”.

• “Do the right thing” generation.



Energizing the Silent Generation

• Provide work that is meaningful and challenging.• Focus on skills and experience – they want to leave a legacy. • Create opportunities for mentorship and leadership.• Provide occasions for networking for the organization – getting out in

the community and telling the story.

Engaging the Silent Generation

• Civic and social clubs.• Shopping centers and supermarkets.• Targeted television and radio.• American Association of Retired Persons (AARP).• Healthcare facilities and institutions.• Seek out larger businesses to introduce volunteer work to those

employees near retirement.



Appreciating the Silent Generation

• Recognition events like luncheons or parties.

• Highlight the amount of time they’ve been serving.

• Give an item that is useful, not just something to put on a shelf.

• Make a donation in their name to one of their favorite causes.

• Service pins are popular.



Baby Boomers (1946 – 1964)

“Change the world on my terms”



Characteristics of the Baby Boomer Generation

• 75 million in this generation.

• High rate of church participation.

• Social changers – they created the women’s movement, sexual revolution, the environmental movement, and the civil rights movement.

• Have defined themselves by their careers and many are workaholics; hence they are active giver$.

• Value individualization, self-expression, and optimism.



Energizing the Baby Boomer Generation

• Repackage the way volunteer opportunities are presented – focus on skills and work to be done.

• Design and manage volunteer positions like paid positions with job descriptions, training, supervision, and benefits.

• Provide opportunities where they can contribute directly to their community and have observable impact.

Engaging the Baby Boomer Generation

• Use high profile media & technology.• Provide shorter-term and episodic opportunities.• Gyms and health/fitness businesses. • Skill development centers, e.g., technology training facilities• Armed forces branches.



Appreciating the Baby Boomer Generation

• Make rewards and recognition public.

• Get your organization’s leaders to thank your volunteer personally.

• Offer leadership opportunities on organization projects.

• Send personalized notes to the volunteer’s family thanking them for the time they spend away from their family.

• Highlight the volunteer’s contribution in the company newsletter or website.

• Send “insider” information – such as advanced notice of new Executive Director hiring or including in organizational communication.



Generation X (1965 – 1980)

“Respect my time and give me a good experience”

The latch-key generation

The forgotten generation



Characteristics of Generation X

• Less than 50 million in this generation.

• Results focused: “Get to the point”.

• Self-reliant and resourceful.

• Technologically literate.

• Want life/work balance, personal goals, and values.

• Lifelong learners.

• Respond positively to competent engaging leadership.



Energizing Generation X

• Offer technology-centered tasks as well as one-on-one interactions.

• Provide initiatives that will make things more useful and practical.

• Provide lots of stimuli, a challenging environment, and flexibility without

long-term commitment, and a comfortable environment.

• Give them opportunities to learn, grow, and improve.

• Promote the value of changing the life of one individual.

• Talk about results - be specific about the difference they can make.

• Identify what they will learn, gain from the volunteer experience.



Engaging Generation X

• Use the Internet (bulletin boards, chat rooms, Web sites)

• Highlight the need/impact.

• Provide family friendly volunteer opportunities.

• Post artistic fliers in cafes, diners, video stores, bookstores, and other

art/media centers.

• Engage employer organizations that coordinate employee volunteers.

• Visit graduate student unions.



Appreciating Generation X

• Give surprise rewards for unusual achievements.

• Offer opportunities to develop a skill or increase knowledge about the issue with which the volunteer works.

• Increase their network by introducing them to organizational outsiders or taking them to networking events with industry leaders.

• Offer to be a reference for the volunteer.

• Write a spontaneous email saying “thank you”.



Generation Y (1981 – 2000)

“Let me build the answers”

Entrepreneurs



Characteristics of Generation Y

• Largest generation (100million).

• They want to do things that matter.

• Collaborative and team players.

• Need quick feedback.

• Socially responsible, particularly with the environment.

• Do not believe in bosses.

• High performance, high maintenance, questions

everything….asks for everything.

• More ethnically diverse than any other generation.



Energizing Generation Y

• Create meaningful positions with real responsibility.

• Provide leadership development opportunities.

• Appeal to their belief that they can make the future better. Be sure that

they know that your organization’s mission speaks to a purpose greater

than the bottom line, e.g., globalization, global warming, and the advent

of the “global citizen”.

• Focus on issues that represent the interests of the community rather

than individuals.

• Promote collaboration, team spirit and diversity.

• Offer a variety of exciting and challenging experiences.



Engaging Generation Y

• Youth groups, schools through service-learning or civic engagement clubs, classes, and programs.

• Religious groups.

• Internet, social media, radio.

• Peer-to-peer recruitment.

• Mall and recreation centers.



Appreciating Generation Y

• Offer increased responsibilities, challenges, and leadership roles.

• Give feedback on the work that they’ve done.

• Send hand written notes.

• Offer opportunities to learn more about the organization.

• Offer reference letter.

• Offer to take to meetings for networking opportunities.

• Gift cards are popular.

• They like verbal “thank you”.



Generation Z (2001 – present)

“Expose me to my future”



Characteristics of Generation Z

• “Digital Natives” - highly connected, many having had lifelong use of communications and media technologies such as the World Wide Web, instant messaging, text messaging, MP3players, mobile phones and YouTube.

• New conservatives embracing traditional beliefs, valuing the family unit, self-controlled, and more responsible.

• They value authenticity and “realness.”

• They are ready to be on mission, confident, and very optimistic. They believe that they can impact the world and can visualize changing places.

• Redefining face-to-face via Facebook, Skype, Facetime, etc.

• They are extremely altruistic, caring deeply about the environment and global humanitarian issues.



Energizing Generation Z

Online:• Be social and be seen (i.e. Facebook interaction).• Keep your online visuals compelling. • Share your mission, but make it concise. • Share information resources. • Calls to action must be clear and easy to execute. • Mobilize with mobile.

Offline:• Provide youth leadership opportunities. • Consider what passions and skills they have that your organization can

leverage. • Offer a continuous string of short-term volunteering opportunities. • Develop a “rewarding friendships” program.



Appreciating Generation Z

• Provide leadership opportunities.

• Offer a continuous string of short-term volunteering opportunities.

• Develop a “rewarding friendships” program.

Engaging Generation Z

• Invite them to opt in to a text marketing program.

• Create interesting mobile video content; send links to this mobile video, and give them an opportunity to share this mobile video with their friends.



ENERGIZING YOUR VOLUNTEERS THROUGH GENERAL RECOGNITION

Recognition is a form of volunteer pay check, and a formal volunteer recognition system that purposes to generate deeper commitment, longer retention, and a stronger will to do one’s very best.Eight principles of volunteer recognition:

1. Volunteer recognition should be meaningful to the volunteer.

2. Volunteer recognition has a “short shelf life”; must be given frequently and repeatedly.

3. Everyone appreciates courtesy, respect, and positive reinforcement.

4. Recognition must be delivered in a timely fashion – as close as possible to the

achievement by the volunteer.

5. Volunteer recognition must be honest and sincere.

6. The basis for recognition can vary (i.e. – long term, short term).

7. Good management of the volunteer program is a form of recognition in and of itself.

8. Maintain accurate records on the work of all volunteers (i.e. - hours worked,

accomplishments).



General ways to recognize volunteers:

• Acknowledge the volunteer’s contributions – notice what they do, comment on their achievements, point out the connection between their work and the accomplishment of the larger project, service, mission.

• Catch them doing right and point it out; give them feedback on how they’re doing, and constructive help to do the best they can.

• Ask for their feedback, welcome their input, treat their ideas with respect, and let them know what you do with their suggestions.

• Keep them in the loop – notify them of changes at within the organization.

• Maintain an open door policy and let the volunteers know there’s always someone available to back them up.




• Give them meaningful work.

• Offer training opportunities and inform them when developmental opportunities arise.

• Give awards for achievement, merit, service, including gifts, gift certificates, best parking spot, etc.

• Provide for mobility between positions – lateral and upwards promotions.

• Sponsor a volunteer recognition event – reception, tea, awards ceremony, outing, picnic, dinner.

• Have fun, find opportunities to laugh together, share the lighter side of what you do.




• Send greeting cards to celebrate birthdays, anniversaries of the date they joined the team, retirement, graduation, and to express concern over illness and absences.

• Smile, be pleasant, and do not always appear too busy to offer a personal greeting.

• Participate in National Volunteer Week by honoring your volunteers.



Tonya Renee’ Howard, PhD Candidate

[email protected] [email protected]

http://www.facebook.com/RoxiReneehttp://www.twitter.com/TReneeHoward

mailto:[email protected]

mailto:[email protected]

http://www.facebook.com/RoxiRenee

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